Corporate Social Responsibility and Environmental Management最新文献

The present study examines how and when employees respond to supervisor bottom-line mentality (BLM) by withholding voluntary workplace green behavior (VWGB). Drawing upon goal shielding theory, we developed a serial mediation model explaining that supervisor BLM inhibits their green advocacy, undermining the green work climate (GWC) and reducing employee VWGB. The analyses of multilevel data obtained from 287 employees and 68 supervisors provided support for the study hypotheses. Our findings showed that supervisor BLM constrained their green advocacy, which undermined the GWC and, in turn, dampened employee VWGB. Furthermore, supervisor moral reflectiveness muted the negative association between supervisor BLM and green advocacy and the negative indirect effect of supervisor BLM on employee VWGB serially via supervisor green advocacy and GWC. Our research provides novel insights into the values that responsibly impact voluntary green behaviors in the workplace by illuminating supervisors' BLM, moral reflectiveness, green advocacy, and GWC. Finally, we provide practical implications for leaders committed to enhancing their organization's environmental sustainability. We recommend future studies investigating the consequences of supervisor BLM, underlying mechanisms, and boundary conditions in understanding employees' responses toward workplace green behaviors.

Green bonds have attracted significant interest in the business and financial sectors, yet the environmental performance outcomes among issuing firms have been uneven. Drawing on the attention-based view framework, this study examines the role of corporate green bond issuance in directing attention to environmental issues across organizational levels. Additionally, we investigate how internal conditions, such as growth, profitability, and indebtedness, influence the translation of attention into improved environmental performance. Using a matched sample of 160 paired firms from 23 countries and nine sectors, our results emphasize the significance of both green bond intensity and internal conditions in shaping how green bonds impact environmental performance. These results contribute to the fields of sustainable finance and attention-based view theory, offering new insights into the influence of green bonds on firms' environmental performance.

This study combined the Latent Dirichlet Allocation topic model to explore the potential topics of new energy vehicle (NEV) policies and their impacts on the corporate social responsibility (CSR) of new energy vehicle enterprises. The results reveal that financial subsidies, infrastructure development, and environmental protection are the most popular topics. And these three popular topics have significant positive impacts on the CSR of new energy vehicle enterprises, with infrastructure construction having the most significant impact. Additionally, the intensity of the positive impact on large-scale enterprises is more significant compared with small-scale enterprises, and the impact on state-owned enterprises is more remarkable than on private enterprises. Moreover, these three popular topics have more significant impacts on CSR in China's eastern region. Finally, we conclude this study by discussing the theoretical and practical implications of these findings.

Given the global environmental issues, mindful leadership could be a new approach to help employees and organizations keep their inner capabilities of mindfulness and resilience in facing uncertainty and complexity. Building on social information processing theory, the present study theorized and tested the effect of mindful leadership on employee green behavior. Among the links proposed, green organizational identity and green self-efficacy were utilized as mediating roles, and green human resource management (GHRM) was regarded as a moderator. A total of 291 sample data were collected from Southwestern China, and the research hypotheses were examined by a structural equation model. Results confirm the significant indirect effect between mindful leadership and employee green behavior through the mediating roles of green organizational identity and green self-efficacy. GHRM moderates the relationship between mindful leadership and employee green organizational identity, green self-efficacy, and green behavior. Results provide a new perspective on employees' green outcomes and provide practical significance for improving organizational environmental sustainability.

The driving forces that enable firms to achieve better environmental, social, and governance (ESG) performance have been a popular topic in academia. However, in the context of increasing numbers of entrepreneurial teams engaging in green entrepreneurship, whether a green entrepreneurial orientation (GEO) enhances ESG performance from an overall strategic orientation is still unclear. If so, what are the mechanisms by which a GEO influences ESG performance? To determine the potential relationship and influencing mechanism between a GEO and ESG performance, we use Chinese listed firms from 2009 to 2022 as our research sample and fixed effects and difference-in-difference models to explore how a GEO affects ESG performance. The results show that a GEO significantly and positively affects ESG performance, especially for nonstate-owned enterprises (nonSOEs), firms with high digital transformation, and firms in the manufacturing industry. Further research shows that participation in contractual strategic alliances (SAs) can strengthen the effect of a GEO on ESG performance. Moreover, we find that a GEO can efficiently encourage firms to engage in contractual SAs, that the link between the two is moderated by financial constraints (FCs) in an inverse-U manner, and that this relationship is evident only for nonSOEs. In conclusion, our study provides a nuanced understanding of how a GEO, contractual SAs, and FCs collectively shape corporate ESG activities and elucidates their far-reaching implications for enhancing ESG performance. Our empirical findings also have practical implications for firms seeking to improve their ESG performance.

Extensive environmental degradation also has a negative impact on biodiversity, which plays a crucial role in both human survival and economic development. This condition has prompted various parties, including companies, to provide their contributions in preventing further severe damage. This study aims to examine the role of institutional factors, namely environmental performance and governance at the national level, as well as the role of corporate governance factors represented by board size, the proportion of independent directors, board diversity, and the presence of sustainability committees, in the corporate disclosure of biodiversity initiatives. The sample of this study comprises companies from 37 countries during the period 2016–2020. The study adopts a quantitative approach and utilizes analytical methods such as logistic regression and fixed-effect panel data analysis. Research findings indicate that the national environmental performance as an institutional factor, board size, and the existence of sustainability committees as representatives of corporate governance mechanisms are positively associated with corporate biodiversity disclosure. Meanwhile, the national governance index and the proportion of independent directors have a negative impact. Lastly, in general, the proportion of female board members does not significantly affect biodiversity disclosure. However, additional tests reveal its significance in companies operating in the environmentally-sensitive industries.

Today, scholarly discourse has been primarily centered around the causes and consequences of enterprise environmental, social, and governance (ESG) practices. However, given that enterprises may encounter negative attainment discrepancies across several areas (scope) and endure negative discrepancies over an extended period of time (duration), the question of whether and how negative attainment discrepancy affects enterprise ESG practices remains unexplored. Based on the behavioral theory of the firm, this study explores the differentiated impact of the scope and duration of negative attainment discrepancies on enterprise ESG practices, using Chinese A-share listed companies (data from 2011 to 2019) as the research sample. Meanwhile, it investigates the moderating effect of multidimensional human capital in Top Management Teams (TMT) from technical background, overseas experience, and educational attainment. The results demonstrated that the scope of negative attainment discrepancy promotes enterprise ESG practice, while the duration of negative attainment discrepancy inhibits ESG practice. Furthermore, the TMT's technical background, overseas experience, and educational attainment strengthen the scope of negative attainment discrepancies in promoting enterprise ESG practice. Additionally, the overseas experience of the TMT reinforces the inhibitory impact of the duration of negative attainment discrepancies on enterprise ESG. The results of this study can provide the corresponding decision-making suggestions and references for the senior management team and shareholders of enterprises.

Corporate Sustainability Performance (CSP) reporting is becoming increasingly important to investors who seek to identify and invest in companies that are managing their Environmental, Social and Governance (ESG) risks effectively. The European Union's Non-Financial Reporting Directive (NFRD), which was implemented in 2017, mandates that certain large companies must disclose their sustainability performance. This study examines the impact of the EU NFRD on the firm value of listed European firms using a difference-in-differences regression model. We find that the mandatory disclosure of corporate sustainability performance does not significantly affect firm value at an aggregate level. However, the results suggest minor inter-industry differences, which can be attributed to varying sustainability performance metrics across industries. These findings contribute not only to the nascent literature on mandatory sustainability disclosures but also to the deliberations of policymakers and regulators across the world who are devising and implementing mandatory corporate sustainability performance disclosure regulations.

The importance of green innovation in global sustainable development is increasingly recognized. Literature has documented that enhancing external oversight can improve green innovation performance. However, few studies systematically investigate the relationship between external supervisory behavior and green innovation. This study employs a game-theoretic model to examine the relationship between institutional investors' site visits (SVs) and green innovation. Using a unique dataset covering SVs from 2012 to 2021, empirical findings reveal that institutional investors' SVs are dramatically favorable to green innovation performance, particularly among stress-resistant institutional investors. More broadly, SVs by institutional investors with higher shareholdings and stronger reputations exhibit a substantial response to green innovation. Similarly, institutional investors' SVs significantly boost the green innovation of firms with inadequate environmental disclosure. Additional analysis documents that the quality improvement of green innovation significantly increases after institutional investors conduct more than three SVs in a calendar year. This study proposes that policymakers should improve the institutional environment for site visits, and enterprises can strategically involve institutional investors to enhance external monitoring mechanisms. The theoretical and practical implications of this contribute to boosting green innovation capabilities.

In reality, not all enterprises pursue the same or similar corporate social responsibility practices. The effects produced by enterprises fulfilling the identical corporate social responsibility are not always the same. Based on the social identity theory and social exchange theory, this paper discusses the impact of corporate social responsibility on employee behaviour, so as to clarify the deep-rooted motivations and effects of enterprises' choice of different social responsibility strategies under Chinese unique institutional contexts. By adopting a quantitative approach, this paper finds that corporate social responsibility positively predicts employee behaviour, and that different types of corporate social responsibility have different effects. In addition, this paper finds that employee organisational commitment mediates the relationship between corporate social responsibility and employee behaviour. Consistent corporate social responsibility mainly affects employees' in-role behaviour primarily through normative commitment, and differentiated corporate social responsibility mainly affects employees' extra-role behaviour through affective commitment. The theoretical and practical implications of these findings are discussed.